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171.
Personnel representatives (N = 52) were shown one of four videotaped job interviews in which the verbal content of the 16-min interview was identical, but the interviewee's nonverbal behavior was manipulated. A “low nonverbal” interviewee was defined by minimal eye contact, low energy level, lack of affect and voice modulation, and a lack of speech fluency. The “high nonverbal” interviewee demonstrated the opposite behavior on each of these components. The subjects were asked to rate the videotaped candidates on dimensions previously identified as critical in influencing a job interviewer's decisions. Nonverbal behavior was found to have a significant effect on almost every rating made by subjects in this study. After reviewing the entire 16-min interview, 23 of the 26 subjects who saw the “high nonverbal” candidate would have invited him/her for a second interview. All 26 of the subjects who saw the “low nonverbal” candidate would not have recommended a second interview. 相似文献
172.
Jeffrey H Greenhaus Thomas Sugalski Gerald Crispin 《Journal of Vocational Behavior》1978,13(1):113-125
Expectancy theory concepts were used to predict (a) the attractiveness of, (b) the amount of effort directed toward entering, and (c) the eventual choice of a job in relatively big and small work organizations. It was found, among a group of graduating seniors from a technical college, that antecedent perceptions regarding organizational size (expectancy, valence, instrumentality) were significantly related to the relative attractiveness of different-sized organizations and the number of job interviews taken with relatively big and small companies. In addition, economically tied extrinsic outcomes were seen as more readily attainable in big organizations, whereas certain intrinsic outcomes were perceived to be more easily obtained in small organizations. 相似文献
173.
The relationship between perceived self-environment similarity and satisfaction with the environment was tested in two differing kinds of organizational structures. It was hypothesized that the perceived similarity-satisfaction relationship was mediated by the salience or importance of the particular reference group involved. Two kinds of public high schools—traditional and alternative—were selected as examples of organizations where the same reference groups (e.g., teachers and students) play differentially salient organizational roles. Using a semantic differential technique, 46 traditional school students and 40 alternative school students rated various reference groups and school satisfactions. Differing patterns of perceived similarity and satisfaction found in the two schools support the notion that organizational structure—as embodied in organizational roles—causes the perceived similarity-satisfaction relationship to be different in different settings. The relationship of the findings to prior research is discussed and the importance of evolving more sophisticated notions of person-environment relationships is stressed. 相似文献
174.
175.
176.
A national sample of 884 male managers completed a survey of managerially relevant perceived sex differences. Females were rated lower on the following scales: (a) aptitudes, skills, and knowledge; (b) motivation and job interest; (c) temperament; and (d) work habits and attitudes. Moreover, lower ratings of women were prevalent among males in a variety of jobs, organizations, and industries. 相似文献
177.
Thomas L. Henschen 《Journal of counseling and development : JCD》1978,57(3):133-134
Many contemporary Western writers, both professional helpers and laypersons, often urge expression of anger as a key to healthy living. There are many experts, perhaps best described as sharing a mystical orientation, who offer a different perspective on how to handle anger. This article attempts to relate the unity of their thinking as well as to suggest that the time is overdue for consideration of viable alternatives to expressing strong negative feelings. 相似文献
178.
James H. Johnson Ronald A. Giannetti Thomas A. Williams 《Behavior research methods》1978,10(4):579-581
This paper describes a newly available microcomputer system for the on-line administration, scoring, and interpretation of psychological tests. User response to the system is reported. Results of a validity study of the system’s Minnesota Multiphasic Personality Inventory interpretative program are presented. 相似文献
179.
Thomas G. Uter 《Behavior research methods》1978,10(3):411-414
An activity-monitor system for fish or other aquatic animals has been developed that uses a single low-level infrared (IRED) photobeam. The IRED source emits with a peak wavelength of 960 nm and requires only 70-mW average power input for an operating range of greater than 50 cm in sea water. This represents an order of magnitude reduction in power and more than a doubling of range over other reported designs. The cost for a single-beam channel is approximately $30. 相似文献
180.
James H. Johnson Thomas A. Williams Ronald A. Giannetti Daniel E. Klingler Stanley R. Nakashima 《Behavior research methods》1978,10(2):186-190
An on-line assessment system is briefly described. Previous positive evaluation studies are summarized. Results of studies of staff acceptance and staff preparedness for change are reported. Findings are interpreted in terms of the need for planning for change. Implications related to the acceptance of other on-line computer systems in psychology are discussed. 相似文献